THERE IS A HELL! - - - IT IS CALLED RETAIL NEVER TRUST AN EMPLOYEE AND NEVER IT'S BOSSES! | Page 4

NEVER

Trust an Employer or It’s Bosses
There are those who motives authenticate their true concern for the good of the people
while there are others who have chosen such responsibility for selfish reasons.
But is this enough to judge every new opportunity based on wrongly attempts of others in
the past? The truths is we as human no matter the category, either professionally or
personally are generally insecure due to either our own past choices, mistakes and
experiences. And we often adapt to such culture and mentality, finding it hard to embrace
change even when we have been provided a fresh and better opportunity.
It’s really fairly simple. At the basis is the fundamental tension between employers and
employees. Wages are recognized as a major cost of doing business, and a cost that can be
more easily addressed than materials, utilities, and other factors that are in others' control.
This of course is detrimental to a major driver of employees - compensation. Public
corporations simply do not have the same obligation to their employees as to their
shareholders, and to say anything to the contrary is at best naive and at worst a lie. You'll
hear talk from corporate leadership about how the greatest capital in their organization is
human capital but I'm afraid that's simply posturing, aside from the very few creators in the
organization who may merit such praise. By and large employees are a commodity of greater
and lesser unit value, and there's a regional and global market in this commodity just like
there is for oranges or metals. Put things in that perspective and the tension make sense.
Platinum doesn't care what is value per ounce is, but a human does.
The legal and cultural environment also has created an ambience in which employees can
hold employers more accountable, or at least expose employer activities that may be viewed
to be less than compassionate, charitable, etc., so employers take great pains through HR
policies, internal and external propaganda engines and other practices to mask their true
motivations and activities. This in turn creates an environment in which trust is all but
nonexistent and in general an adversarial relationship prevails, which is not at all surprising.
I think that the question here is: Do employees trust the
company's leadership? These are uncertain times and workers
who don't trust the way the organization is run will simply leave
their jobs. Simple! The company's leadership must reflect
transparency when changes happen, the ability to communicate
these changes, listening to feedback, conducting business with
honesty and integrity, treating employees with respect, giving
moral support, good ethics and openness to diversity or change.
In short, lack in one or more of these will result to mistrust.
Trust usually has to be earned over time by keeping one's word,
by acting with their best interest in mind and heart, by being
consistent and respectful. (Do corporations have hearts? I was
told they are people).

dodie ste®eo p®odu©tion ™

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